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Ask the Entrepreneurs: 9 Tasks You Should be Outsourcing

Ask the Entrepreneurs: 9 Tasks You Should be Outsourcing

Ask The Entrepreneurs is a regular series where members of the Young Entrepreneur Council are asked a single question that aims to help Lifehack readers level up their own lives, whether in a area of management, communication, business or life in general.

Here’s the question posed in this edition of Ask The Entrepreneurs:

What is one surprising task you have completely outsourced in the last year?

1. Follow-Up Emails

Derek Capo

    We are implementing Infusionsoft and Freshdesk. Before, I had to manually send emails to prospective clients, but now the automated marketing or the canned responses (that look as if I wrote the email manually) write them for me. It saves me a ton of time without sacrificing quality or service.
    Derek Capo, Next Step China

    2. Hiring and Filtering Process

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    Benji Rabhan

      We hired an outsourced HR person who comprehends automation to help us define roles and design the process behind hiring.
      Benji Rabhan, MorrisCore

       

      3. Customer Service

      dave-nevogt

        Customer service is one of the easiest and most effective business functions to outsource. It’s all about creating good templates and documentation for your support staff. Once you’ve done that, it’s a great function to outsource because in most cases, many of the requests are very similar. One of the best ways to do this is to find a work-from-home mom or dad who can help you part-time.
        Dave Nevogt, Hubstaff.com

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        4. Product Descriptions

        josh weiss

          Pictures are now detailed enough that we can fully outsource all of our product descriptions.
          Josh Weiss, Bluegala

           

           

          5. HR Tasks

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          Phil-Laboon

            We signed up for a service that automated our entire HR department — complete with employee manuals and training. The icing on the cake for me was that they also handle any legal consequences, including unemployment or worker’s compensation.
            Phil Laboon, Clear Sky SEO

            6. Public Relations

            doreen-bloch

              I believe PR to be a core strategic initiative and never thought we would outsource it at Poshly. With the expansion of press efforts in the past year, we decided to outsource our PR efforts to EJ Media Group. The best thing about working with an external PR firm of fantastic caliber is that we collaborate to find the best outlets for publicity, and they can leverage their expertise and contacts.
              Doreen Bloch, Poshly Inc.

              7. Accounting

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              russ oja

                I’m pretty organized and like having my hands on the accounting, but I found it much more efficient and scalable to outsource it to the professionals. If you’re doing menial labor worth less money than your time is worth, it’s time to outsource that to another person.
                Russ Oja, Seattle Windows and Construction, LLC

                8. Social Media

                Maren Hogan

                  I have a genuine love of online community interactions. I love everything about social media, from moderating chats to meeting new people. As my business grew, I just couldn’t keep up with my outlets the way I need to. I now have a social media manager who I trust and appreciate.
                  Maren Hogan, Red Branch Media

                  9. Administrative Tasks

                  Danny Boice

                    We share a virtual administration among our executive team, and it’s worked out surprisingly well. Although, it does mean I have to get my own coffee.
                    Danny Boice, Speek

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                    Last Updated on December 10, 2019

                    7 Strategies to Keep Employee Motivation High

                    7 Strategies to Keep Employee Motivation High

                    Highly motivated employees are essential to the success of any business. Most people spend a third of their lives at work.[1] That’s a significant amount of time away from home, apart from the people who make us happy and the things we love to do. So keeping employee motivation high is essential for creating an office environment that gets the best out of our people.

                    But do you know what motivates your people?

                    It’s simple:

                    • Is their work stimulating?
                    • Does it challenge them?
                    • Is there room to grow, a promotion perhaps?
                    • Do you encourage creativity?
                    • Can they speak openly and honestly with you?
                    • Do you praise them?
                    • Do you trust your staff to take ownership of their work?
                    • Do they feel safe in their work environment?
                    • And more importantly, do you pay them properly?

                    Every one of these factors contributes to the general happiness of your employees. It’s what motivates them to come into the office each day and work hard, hit goals, and get results.

                    In contrast, an unmotivated employee is typically unhappy. They take more sick days, they’re not invested in seeing your business succeed, and they’re always on the lookout for something better.

                    Stats show that 81 percent of employees would consider leaving their jobs today if the right opportunity presented itself.[2] So it’s up to you to set aside time and energy to create a work environment that benefits every one of your employees.

                    These seven strategies will help you motivate your people to consistently deliver quality work and, more importantly, to stick around for the long term.

                    1. Be Someone They Can Rely On

                    You rely on your people to turn up to work each day, to come to you when they have a problem they can’t solve, to be honest, and to always engage professionally with customers.

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                    But this is not a one-way street. You, too, need to be someone your team can rely on. They trust you to have their backs when a client is unreasonable, to know that the decisions they make are in your best interest, and to make good on your promises.

                    If you say you’ll attend an important meeting, be there. If your company makes a profit and you’ve said you’ll pay a bonus, pay it. The goodwill of your people is something you never want to test, let alone lose.

                    Be reliable; it’s astounding how much this motivates your people.

                    2. Create an Awesome Company Culture

                    There’s no denying that company culture trickles down from the top. Your leadership and attitude massively influences the attitudes, work ethic, and happiness of your staff. If you’re always stressed-out, overly demanding, and unreasonable, it’ll create tension in your office which will adversely affect your employees’ motivation levels.

                    In fact, the HAYS “US What People Want Survey” found that 47 percent of staff who are actively looking for a new job, pinpoint company culture as the driving force behind their reason to leave.

                    So if you have high staff turnover, you need to determine whether your company culture might be the motivating factor behind your churn rate.

                    Here are four ways to build a culture that keeps your employees highly motivated.

                    • Be conscious of the image you present. Your body language and attitude can positively or negatively impact your employees. So come to work energized. Be optimistic, friendly, and engaging—this enthusiasm will spill over to your people and motivate them to be more productive and efficient.
                    • Appreciate your people and be reasonable. Celebrate your team’s achievements. If they’re doing a good job, tell them. Encourage them to challenge themselves and try new things. And reward when deserved. If they’re struggling, help them. Work together to find solutions and be a sounding board for their ideas.
                    • Be flexible. Give your people opportunities to work remotely—this is highly motivating to staff, particularly millennials. They don’t want to be battling traffic each day on their way to work. They don’t want to miss their kids’ baseball games or ballet rehearsals. Stats show that companies that offer flextime and the ability to work from home or a coffee shop have happier and more productive employees.
                    • Create employee-friendly work environments. These are spaces that inspire and ignite the imagination. Have you ever been to Google’s offices? No headquarter is the same. From indoor slides and food trucks, to hammocks, and funky work pods on the wall, gaming rooms, and tranquil interior gardens, there’s something for everyone. It’s a space where people want to be, catering to their need for creativity, quiet, or team building; you name it.

                    So take a look at your company culture and ask yourself, Is my business an attractive workplace for talented professionals? Does it inspire commitment and motivate my people? What could I do to improve my company culture?

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                    3. Touch Base with Your Team Weekly

                    Make time for your people, whether you run a remote business or work in an office, set aside time each week to talk to your people one-on-one. It’s non-negotiable.

                    When there’s an open line of communication between staff members, work gets done. Don’t believe me? A study by Gallup found that 26 percent of employees said feedback from their leaders helps them to do a better job.[3]

                    Your people want to feel trusted. They want to take ownership of their work, but they also need to know that when they have a question, they can reach out and get answers. If you’re unwilling to make yourself available, your team will quickly become unmotivated, work will stagnate, and your business will stop growing.

                    So block off time on your calendar each week to touch base with your people, even if only to let them know that what they’re working on matters.

                    4. Give Them the Tools They Need to Do Their Jobs Well

                    Imagine trying to run your business without electricity. How would you contact your clients? What would happen when your phone or computer battery died?

                    Technology is super critical to the success of your businesses. It allows you to work more efficiently, to be more productive, and to handle matters on-the-go. That’s why you need to give your people tools that will make their jobs easier.

                    Make sure their equipment is in good working condition. There’s nothing more frustrating than a laptop that takes ages to boot up. It’s got to go. Replace outdated software with new software. Don’t make your designer work in Coreldraw; give them access to the most up-to-date version of Adobe Creative Suite. Take it a step further and buy them a subscription to Shutterstock or Getty Images.

                    Make working for you a pleasure, not a pain; and watch your employees’ motivation levels rise.

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                    5. Provide Opportunities to Learn and Upskill

                    Would you believe me if I told you that 33 percent of people cite boredom and a need for new challenges as the top reason for leaving their job?[4] If you want to retain your talent, you need to upskill.

                    Thanks to technology, we live in a rapidly evolving world that demands we change with it. A copywriter is no longer just a writer; they now need to be experts in SEO, Google Adwords, CRMs, and so much more.

                    A pastry chef needs to be a food stylist, photographer, and social media manager. An entrepreneur needs to be a marketer—or at least take ownership of the marketing message for their business—if they hope to scale.

                    Technology makes all of this possible. No matter your location, your people can continuously expand their knowledge and gain new skill sets—something that’s highly motivating to employees. They want to know that there are opportunities to grow and develop themselves.

                    If you won’t invest in your people, then your business becomes just another job to tide them over until they find where they truly belong. So be the company that sees value in developing its people.

                    6. Monitor Their Workload

                    Overworked employees tend to be unproductive and unhappy. Your people cannot be at full capacity every day, month to month. Something’s got to give. They’ll become deflated and their work will eventually suffer, which will negatively impact your business.

                    What I like to do is implement a traffic light system. It helps me to keep a finger on the pulse of my business. So there’s red, yellow, and green:

                    • Red means they’re fully loaded.
                    • Yellow means they’re busy, but they can potentially take on more.
                    • Green means they haven’t got enough to do.

                    I use this traffic light system because I don’t want my team members to be stressed out of their brains all the time. If they are, they won’t make good decisions and they won’t do good work.

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                    If my people are regularly overloaded, I have things to think about. Perhaps I need to hire a new person to help ease the load or take a closer look at what projects are good to go, and which can take a back seat.

                    And this is why #3 is essential. If I’m regularly engaging with my people, I’ll know that while they’re coping with their workload, it is impacting their performance and health, and I’ll take action.

                    7. Don’t Mess Around with Your Employees’ Pay

                    Never mess around with your people’s salary. As a business owner or high-level manager, it’s easy to forget that most people live from paycheck to paycheck. Delayed compensation can mean a missed bill payment, which could result in costly penalties they can’t afford or hits to their credit score.

                    So it’s your job to ensure that you pay your people on time.

                    The Bottom Line

                    A motivated team is an asset to any business. These people never give up. They get excited about coming to work each day and can’t wait to test a new theory or tackle a particularly tricky challenge. They’re proud of the work they do. And more importantly, they have no reason to leave.

                    Wouldn’t you rather be part of their success story than the business that drove them away?

                    More to Motivate Your Team

                    Featured photo credit: Emma Dau via unsplash.com

                    Reference

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